11. Leadership and change management

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LEADERSHIP AND CHANGE

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Table of content
Subject....................................................................................................................................3
Briefing....................................................................................................................................3
Task 1...................................................................................................................................3
Task 2...................................................................................................................................4
Task 3...................................................................................................................................4
Task 4...................................................................................................................................5
Summary.................................................................................................................................6
Recommendations.................................................................................................................6
References..............................................................................................................................7

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Subject
This paper discusses the numerous obstacles that the agency or companies (SMEs)
experiencing in introducing new business improvements or in adopting the change to grow
business. To introduce revolutionary reforms, the challenges and issues of an organization
have been shown in this paper to influence the corporation's revolutionary priorities as well
as the organization’s progress. This study highlights the importance of leadership in
managing change (Chrobot-Mason, 2016).
Briefing
Task 1
As opined by Sfantou (2017), the key stakeholders are those that may impact efforts
positively or adversely or are relevant to or active with efforts within an association,
department, or entity. The owner of an organization, though – who deals closely with the
client – could be the apparent primary stakeholder. The workers are always liable for the
initiative. Many sources may be funders, elected or designated members of the Nation,
corporate owners, and those who have a significant impact on the society but not consciously
work with it and are not vital to its success, such as the media and special interest groups.
A business is the continuous presence of main actors, e.g. shareholders and investors, staff,
customers, and vendors. Tools and processes for governing public institutions like
Governments and communities will also be included.

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(Source: Lyubovnikova, 2017)
In the words of Molenberghs (2017), firms can address stakeholder concerns in the way that
they think financial performance may be improved. It contributes to productivity for the
business to build links with key players and ensure resources are provided. Both findings
often affirm the functional model of stakeholder power. Whenever stakeholders are asked to
leave their comfort zone or to change, they resist it in human nature. It is clear that customers
are terrified of the result as companies are evolving. This resistance is also very necessary to
control since this resistance will increase the risk factor during the phase of transformation or
transfer. Stakeholders feel uncomfortable that they have to adjust their habits and plan
because they have shifted, so they have been worried about the transition (Lyubovnikova,
2017).

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(Source: Sfantou, 2017)
Task 2
Leadership is an essential management role that leads to optimizing productivity and meeting
organizational objectives. Every company will function effectively in the absence of strong
leadership. An organization is formed to achieve such goals through a human group over this
human group is important. The leader is an individual who begins the task by advising the
workers on the strategies and objectives under which the job starts. A leader has proved his
function in the company's work which motivates workers to gain economic and non-
economic rewards and therefore the superiors work.
(Source: Crona, 2016)
In the words of Brookfield, the significance of culture in addressing institutional change
refers to certain roadblocks that hinder efforts to tackle improvements, such as the culture of
anonymity, collectivism, and the conspiracy of silence. The literature indicates that proven
leadership competencies are often essential in facilitating and coordinating the change. It is
also valid as any step of change often faces these resistance levels, only the productive leader
will efficiently control the compliance of resistance. People are opposed to changes,

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particularly to the radical changes they strongly oppose. When the psychiatrist wants to work
with a decent guy, the problem must be answered. The leadership role in many companies to
promote and execute progress is also very important by providing the best climate for
business changes. Leaders have an important impact on an organization's community. They
also set the tone for employees to view their jobs in a manner that would put together
leadership and culture. Leaders accept the challenge of transition and appreciate the necessity
for people to abandon their social circle. In order to coordinate or accept the change, the
leadership style of the organization needs to be changed. The leader now needs to consider a
somewhat different perspective. They need to become a facilitator, instructor, trainer, and
advisor who hires a management team who has the potential to guide others. A new model of
leadership is needed: a boss that transfers authority handles people and does not increase. The
boss searches for advice and information to promote others below in the organization (Crona,
2016).
(Source: Crona, 2016)
Task 3
As opined by Stouten (2018), in many ways, the success of leaders depends on their capacity
to shape and maintain the community of the organization. This is an amazing challenge that
must be selfless, compelling, and intense. The influence of leadership approaches on

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organizational culture must also be remembered in big decision-making. Efficient leadership
is connected to big business cultures. After all, leadership is described as anyone with power
or authority, but at the same time, citizens are accountable to members. Leaders play an
important part in the community of companies. They set the plan, organize, monitor, monitor,
and assign jobs. Good leaders provide those they lead with a sense of hope, meaning,
mentoring, and motivation. The numerous workers today reshape the definition of achieving
personal and professional achievement. Traditional leadership models do not mirror the
development and coaching of younger generations. Leaders play an important part in the
community of companies. They set the plan, organize, monitor, monitor, and assign jobs.
Good leaders provide those they lead with a sense of hope, meaning, mentoring, and
motivation. The numerous workers today reshape the definition of achieving personal and
professional achievement.
(Source: Stouten, 2018)
They develop the strategy, emphasize study, supervise, steer, and delegate. Strong leaders
offer a sense of identity, coaching, and inspiration to people. Various individuals are now
reorganizing what is required to succeed personally and professionally.

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Task 4
Successful implementation of the plan of transition involves the exchange of opinions and
sentiments with entities through various channels in the organization, thus making interaction
one of the most important and difficult requirements. It is one of the company's most
daunting tasks in the transformation process.
(Source: Elia, 2017)
For efficient Communication, the useful elements are: The way the communication is
transmitted is compliant with both the conditions of the sender and the receiver, the message
conveyed by the individual must be clear and logical. The article must radiate sincerity and
authenticity, for instance, content to be suitable, it must be able to interact effectively with the
beliefs and emotions of the receiver, and the recipient of the communication must listen
carefully, request clarity, and share details on the interpretation of the communication.
Research has shown that in the lack of a strong engagement Plan the entire process of change
would become a fiasco (Rochon, 2017). Over-communication is either anticipated or no
contact, because it may disrupt any change efforts. The change attempts which fail to meet
their objectives in the presence of proper two-way talks or strong cooperation at all levels.
When the message approach is efficient and straightforward, it enables visibility and funding
for the campaign to be developed. Know the transition is an all-embracing aspect of life for
the squad. The technology shift, innovations shift, change in-laws, things alter and, people
shift, for the majority of their lives they have always been obsessed with the transition, and
this recent development is simply not "new."

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Figure out if the organization is to grow in the most possible manner, instead of struggling to
stay still. Communicate with the whole team that they have already discussed improvements,
implemented adjustments, and gone on — you should do so again (Elia, 2017).
Summary
Whenever the corporation introduces major developments, management takes a significant
part in the organization. There was noticed to be a tension between the staff and partners that
may influence the ultimate goals of new improvements once the organization proposes new
changes. Leadership strategy and good contact support the organization and inspire the
workforce to improve. Every day, leaders take countless actions and address unheard-of
issues. This can alter instantly what operated yesterday. The pace is unstoppable, the risks
high, but the prizes are perfect for anyone who can drive a squad to produce outstanding
results regularly.
Recommendations
In the change management process, the organization is advised to appoint a transition
coordinator. A transition leader encourages not just his workers in the cycle of change
management, he also interacts actively with them, along with the company's partners, and
discusses the idea motivating new improvements and how they are helpful for the firm's
development. To connect with staff through the project management phase, the organization
is often advised to adopt specific contact techniques (Martinsuo, 2016).

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References
Chrobot-Mason, D., Gerbasi, A. and Cullen-Lester, K.L., (2016) Predicting leadership
relationships: The importance of collective identity. The Leadership Quarterly, 27(2), pp.298-
311.
Crona, B., Gelcich, S. and Bodin, Ö.,(2017) The importance of the interplay between
leadership and social capital in shaping outcomes of rights-based fisheries governance. World
Development, 91, pp.70-83.
Elia, V., Gnoni, M.G. and Tornese, F., (2017) Measuring circular economy strategies through
index methods: A critical analysis. Journal of Cleaner Production, 142, pp.2741-2751.
Lyubovnikova, J., Legood, A., Turner, N. and Mamakouka, A., (2017) How authentic
leadership influences team performance: The mediating role of team reflexivity. Journal of
Business Ethics, 141(1), pp.59-70.
Martinsuo, M. and Hoverfält, P., (2018) Change program management: Toward a capability
for managing value-oriented, integrated multi-project change in its context. International
Journal of Project Management, 36(1), pp.134-146.
Molenberghs, P., Prochilo, G., Steffens, N.K., Zacher, H. and Haslam, S.A., (2017) The
neuroscience of inspirational leadership: The importance of collective-oriented language and
shared group membership. Journal of Management, 43(7), pp.2168-2194.
Rochon, C.A., Turnnidge, J., and Côté, J., (2017) Coaches' perceptions and recommendations
for a future transformational coaching program using the re-aim framework. Journal of
Exercise, Movement, and Sport (SCAPPS refereed abstracts repository), 49(1), pp.125-125.
Sfantou, D.F., Laliotis, A., Patelarou, A.E., Sifaki-Pistola, D., Matalliotakis, M. and
Patelarou, E., (2017) December. Importance of leadership style towards the quality of care

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Multidisciplinary Digital Publishing Institute.
Stouten, J., Rousseau, D.M., and De Cremer, D., (2018) Successful organizational change:
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Annals, 12(2), pp.752-788.